We all have an office party horror story. The partner who got too sloppy and friendly with the summer student, the awkward aversion of eye contact the next day, or the overly honest comments from the disgruntled employee.
While holiday parties can be an important employee morale booster, for the employer they can present a minefield of potential liability and complaints. For start-ups and entrepreneurs, the informal culture can particularly be an invitation to indulge and live it up in the name of hipster, relaxed office counter-culture.
Employer host liability, however, applies to all workplaces. Even if it’s a Saturday night and you’re at a fancy bar, the employee’s right to harassment free work environment extends to off-site employer sponsored events. If your company’s New Year’s resolutions have something to do with avoiding human rights complaints, harassment allegations or claims for social host negligence here are our top tips to get you started on the right path.
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